We’re in the middle of law firm interview season. We’ve offered you both cheerful and depressing takes on the summer associate recruiting process.
Speaking of depressing things, interviews are frequently followed by rejection. Trust me, I know; I’ve received many rejections over the years. I recently contributed one of my “favorite” rejection letters to an online compilation (see page 27 of the pamphlet, or page 15 of the PDF, reprinted with the permission of Justice Scalia).
That was a kind and gracious rejection letter, which is what you’d expect from a genteel institution like the U.S. Supreme Court. When Biglaw firms turn your dreams to shame, they aren’t quite as nice….
Law school deans are used to begging. They beg their faculty to assume additional teaching responsibilities. They beg their university presidents to stop slashing their budgets. Mostly, they beg wealthy alumni and community members for money. More money. As much money as they can fix their mouths to ask for. If law school deans could play instruments, they’d be on the subway begging for change.
But in this market, instead of begging alumni for money, law deans really need to be begging their alumni for job openings. Deans should be on the phone every day, talking to people who are in a position to hire graduates of their law schools.
I think some of them are. I know some of them are not. Here, we have one law dean’s letter to alumni that can serve as a kind of blueprint for how a dean should be hawking her students. Maybe you can send it to your dean and ask if she is sending out the same kind of letters…
Our readers love nothing better than law school rankings, so it was kind of the National Jurist to roll out its first-ever list of the Best Value private law schools. This new ranking comes in addition to its regular ranking of Best Value schools (which is usually dominated by public institutions of learning). These lists are usually released in alphabetical order, but this time, National Jurist assigned letter grades to each school due to a post-publication error. We’re off to a great start already.
The Best Value ranking typically takes into account the following criteria: tuition, cost of living, average student debt, the percentage of graduates employed nine months after graduation, and bar passage rates.
When the National Jurist created the Best Value rankings to “honor schools that took the cost of legal education seriously,” why choose to highlight private law schools at a time when tuition is higher than ever?
We’ll explore possible answers to that question, as well as reveal the rankings, after the jump…
Ed. note: The Aspiring Lateral, a new series from Levenfeld Pearlstein, will analyze a variety of issues surrounding lateral moves, drawing on the firm’s experience in the lateral market as well as the individual experiences of LP attorneys. Today’s post is written by Shelly Leonida, LP’s Director of Human Resources.
It’s 10:30 on a Wednesday morning, you’re cranking away at that brief, and your office line rings. You don’t recognize the number. You put your head down, waiting for voicemail to pick up so you can get back to the finer points of Massachusetts estoppel law. Because you know, inevitably, that on the other end of that line is yet another headhunter.
Sure, it’s annoying. But don’t let that experience turn you off from recruiters when it comes time to make a move. For one thing, let’s be honest: having too many people trying to get you a job isn’t the worst thing in the world. For another, recruiters taking the scattershot, cold-calling approach — testing your interest in a real estate practice in LA, when you’re quite happy at your corporate group in Chicago — are not the best representatives of the profession. The fact is, they can help. And I don’t just say that because I used to be one myself.
Brokers fill important roles in many markets, and recruiters — though not “brokers” in the strictest sense — do just that in the market for legal talent. First, and maybe most importantly, they are valuable sources of information. That may sound like a superfluous role in the Internet age, given all the information available on law firms’ websites and candidates’ LinkedIn profiles. But neither firms nor prospective laterals put everything out there for the world to see, and that’s where recruiters can be handy…
It has become a somewhat common refrain from legal education types that law schools should do more to produce “practice ready” graduates in response to the tight job market for lawyers.
You haven’t heard much of that BS coming from me though. I’ve pretty consistently said “the tuition is too damn high.” I think the pedagogical infighting over “theory” courses versus “practical” courses is irrelevant when people are graduating from lower-ranked law schools with $100,000 (or more) in student loan debt. I view the “practice ready” debate as just another attempt by law school deans to justify their high salaries and the salaries of their faculty, salaries that are unsustainable for any school that wants to get serious about cutting costs.
Finally, there’s a law professor who agrees with me. Or at the very least equally disagrees with the notion of “practice readiness” as a panacea to the problems with legal education. University of Maryland law professor Robert Condlin calls the practice-ready concept a “millennialist fantasy.”
Again, I don’t think it’s a millennailist problem so much as it’s the last desperate ravings of old people determined to continue fleecing millennails, but we can figure out whom to blame later…
Biglaw summer associate programs are like lions in winter: shriveled husks with but an outline of their past glory.
Instead of talking about it, we decided to make an illustration so we can all look at it in horror. We’ve compared the sizes of the 2007 summer classes at the top 50 largest law firms to the sizes of these firms’ 2013 summer classes. It’s a little bit like comparing the size of House Stark before and after they started messing with the Lannisters.
Winter is coming, would-be summer associates. Here’s a picture for those of you who are confused by math….
We’ve got to hand it to the television and film industries, because they’ve done a wonderful job of glamorizing professions that are otherwise dull and often lacking when it comes to the beauty of its practitioners. Teenagers who wants to be doctors or lawyers when they grow up have seen those professional roles played out a million times on TV, and they look so, so cool.
We hate to break it to you, but these shows and movies often leave out the most difficult and trying parts of elite careers. Going to law school isn’t as “fun” as Elle Woods makes it look in Legally Blonde. Supply-room sexual romps à la Grey’s Anatomy aren’t part and parcel of a career as a doctor. There’s a reason why they don’t show you all of the time spent researching and writing motions that goes into trying a case on Law & Order.
If you still think these are dream jobs, then you haven’t been paying attention to anything that’s been going on in the world, especially if you want to be a lawyer…
The federal government isn’t exactly in rapid growth mode right now (which may explain the pain of D.C. law firms). But if you’re interested in working for the government, some opportunities still remain.
If you’re a 3L or law clerk who’s interested in the Honors Program, you need to submit your application materials very soon — about a week from now. The Honors Program application deadline is SEPTEMBER 3, 2013 (and note that the Labor Day holiday falls during this period, which could affect your ability to obtain transcripts or contact references). For complete application information and the full hiring timeline, see the DOJ website.
We wish you good luck — because you’ll definitely need it….
If your firm is in ‘go’ mode when it comes to recruiting lateral partners with loyal clients, then take this quiz to see how well you measure up. Keep track of your ‘yes’ and ‘no’ responses.
1. Does your firm have a clearly defined strategy of practice groups that are priorities of growth for your office? Nothing gets done by random chance, but with a clear vision for the future. Identify the top practice areas for which you wish to add lateral partners. Seek input from practice group leaders and get specifics on needs, outcomes, and ideal target profiles.
2. In addition to clarifying your firm’s growth strategy, are you still open to the hire of a partner outside of your plan? I’ve made several placements that fit this category. The partner’s practice was not within the strategic growth plan of my client, but once the two parties started talking with each other, we all saw how it could indeed be a seamless fit. Be open to “Opportunistic Hires.” You never know where your next producing partner might come from, so you have to be open to it. I will be the first to admit that there is a quirky element of randomness in recruiting.
Ed. note: The Asia Chronicles column is authored by Kinney Recruiting. Kinney has made more placements of U.S. associates, counsels and partners in Asia than any other recruiting firm in each of the past six years. You can reach them by email: email@example.com.
We currently have a very exciting and rare type of in-house opening in China at one of the world’s leading internet and social media companies. Our client is looking for an IP Transactional / TMT / Licensing attorney with 2 to 6 years experience. The new hire will be based in Shenzhen or Shanghai. Mandarin is not required (deal documentation will be in English) but is preferred. A solid reason to be in China and a commitment to that market is required of course. This new hire will likely be US qualified (but could also be qualified in UK or other jurisdictions) and with experience and training at a top law firm’s IP transactional / TMT practice and could be currently at a law firm or in-house. Qualified candidates currently Asia based, Europe based or US based will be considered. The new hire’s supervisors in this technology transactions in-house team are very well regarded US trained IP transactional lawyers, with substantial experience at Silicon Valley firms. The culture and atmosphere in this in-house group and the company in general is entrepreneurial, team oriented, and the work is cutting edge, even for a cutting edge industry. The upside of being in an important strategic in-house position in this fast growing and world leading internet company is of the “sky is the limit” variety. Its a very exciting place to be in China for a rising IP transactional lawyer in our opinion, for many reasons beyond the basic info we can share here in this ad / post. This is a special A+ opportunity.
The traditional job application and interview process can be impersonal, and applicants often struggle to present themselves as more than just the sum of their GPAs, alma maters, and previous work history. ATL has partnered with ViewYou to help job seekers overcome this challenge. ViewYou NOW Profiles offer a unique way for job seekers to make a personal, memorable connection with prospective employers: introduction videos. These videos allow job candidates to display their personalities, interpersonal skills, and professional interests, creating an eDossier to brand themselves to potential employers all over the world. Check it out today!